In a surprising turn of events, the recent layoffs at Meta have ignited a wave of public defiance among former employees. Instead of quietly accepting their fate or posting generic "open to work" messages, these individuals are using platforms like LinkedIn to challenge CEO Mark Zuckerberg's characterization of them as "low performers." This unprecedented response reflects a growing trend where laid-off professionals are leveraging social media to advocate for themselves and reshape narratives about their value in the job market. The movement has garnered widespread support and may signal a shift in how employees respond to corporate downsizing.

The mass layoffs at Meta, which affected around 4,000 workers, were initially expected to result in silence from those let go. After all, Zuckerberg had framed the cuts as targeting underperformers, potentially stigmatizing those who lost their jobs. However, within days, Meta employees began posting on LinkedIn, not just to announce their availability but to counteract the negative labeling. Many expressed frustration with being branded as low performers, asserting that they were hardworking and dedicated professionals. One content manager emphasized her adaptability and passion for meaningful work, while a product designer labeled the assessment as misleading. A lawyer even went so far as to offer evidence from performance reviews to refute the claims.

This phenomenon marks a significant departure from traditional behavior. Historically, laid-off employees tended to keep their job loss private, fearing it would harm their future prospects. The introduction of the #opentowork feature on LinkedIn during the pandemic encouraged more transparency, but it was still largely used for polite announcements. The tech sector layoffs in late 2022 changed this dynamic. With thousands of professionals suddenly out of work, some CEOs acknowledged overhiring and praised their departing staff. This positive framing emboldened employees to use #opentowork more openly. Corporate recruiters also began to recognize that layoffs did not necessarily reflect poor performance, further normalizing the practice.

Now, Meta's employees are taking this evolution one step further by actively defending their professional reputations. Brittany Pietsch, a Cloudflare employee, gained viral attention last year by questioning HR about her supposed low performance on TikTok. Similarly, Meta's former staff members are using social media to assert their value and challenge misrepresentations. As one research manager put it, while they can't control being laid off, they retain agency in shaping their narrative. This approach is resonating with many, leading to supportive comments and networking opportunities on LinkedIn.

While speaking up might narrow the pool of potential employers, experts argue that this could be beneficial. Ashley Herd, a former HR head, believes that good employers seek communicators who can advocate for themselves. Sandra Sucher, a Harvard Business School professor, agrees that challenging negative labels is reasonable. By standing up for themselves, Meta's employees are proving that they can connect people and build communities—the very values championed by Zuckerberg's own company. Ultimately, this bold move may redefine how laid-off professionals navigate their career transitions and demonstrate the power of social media in advocating for oneself.